Traditional workplace rules dictate that supervisors and managers enforce the rules of the company set by the owners. These rules have always been in favor of maximizing the profits of the company and the owner; and most times these rules benefit the owners more than the workers. Over the last 35 years, the workforce has strengthened the benefits for the owners and weakened those of the workers. Lawyers for many companies lobby congressional representatives to pass laws in favor of rules that would benefit them more than workers, and congress approve those laws.
The problem is that middle management workers learn to enforce those rules on the majority workers while they themselves are also victims of those same stringent company rules. The psychology behind this form of trickle-down coercion is what keeps workers under the thumb of corporate control.
Organizing against corporate rule - such as unionizing - has been stripped from workers under federal laws and is now demonized as a threat to economic development. Many workers rights also have been stripped away such as any recourse against certain types of discrimination (age, gender, race, and religion), workforce injuries or unlawful termination. Labor laws for working hours, breaks, time off and certain benefits are being taken away or weaken under new federal laws that protect the company.
As workforce tradition continues, middle management workers are taught to strictly defend corporate rules against the workers. This need to stop.
As middlemen in the corporate world they must redirect their thinking and learn to protect and fight for the people, including themselves, because we are all in a war against the rich and wealthy. As long as middlemen enforce the rules of the corporate wealthy, the income inequality gap will continue to widen.
Supervisors and Managers are taught in management courses to protect the wealthy and weaken the worker policy-wise. They unconsciously assist the wealthy in maintaining the income inequality gap by neutralizing non-management employees; taking away sick time, increasing work hours, halting pay increases, and enforcing incentive programs that reward individuals instead of the workers as a whole.
A new paradigm of employer-employee relations must be practiced and enforced in this war on income inequality if the next generation of workers are to see any form of economic upward mobility, otherwise, the gap will continue to grow.
Fight for the worker. Raise concerns to upper management. Implement programs in favor of employees that upper management and owners will have to heed to if they want to continue to earn large profits. The workers are the power behind the corporate engine but if we do not use that power, we will lose the war.
© Jan. 2018
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